Employers have a legal duty of care to employees to ensure health at work, as set out in the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999.
Monday 4th of September 2017 16:57
Employers have a legal duty of care to employees to ensure health at work, as set out in the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999. It is important for managers to reflect this duty and review their own documentation at regular intervals to confirm this is up to date.
In addition to reducing safety risks, this means operating the club in a way that minimises harm to an employee’s mental health, for example by ensuring that the demands of jobs are not unacceptable and having policies and procedures in place to support individuals experiencing mental ill health at work.
Clubs who introduce an employee wellbeing policy are demonstrating their commitment to maintaining the positive mental health and wellbeing of their employees. However, this is a joint responsibility between the employee and the employer, not just the responsibility of the clubs.
This article takes a look at;
Health Promotion Initiatives
Training and Communications
Relationship with other Policies
Mental Health awareness